Mixed feelings are normal
Returning can bring relief and dread in the same breath. You may be glad to have structure again and anxious about questions, piled-up email, or whether you can keep up. Some people worry that their reputation has changed. Others feel guilty about the time away.
The World Health Organization (WHO) notes that decent work can support mental health by providing purpose, routine, relationships and a livelihood, and that for people with mental health conditions it can contribute to recovery. Going back is not only a test to pass. Done well, it can be part of getting better.
Before your first day
A few weeks before returning, if you can, work through these:
- Talk with your treating clinician about timing, what you are ready for, and what might need to change at work.
- Contact HR or your manager to confirm a return date, your schedule, and who your point person will be.
- Ask whether your employer needs any return paperwork, and get it done early.
- Do a practice run of your morning routine and commute a few days ahead.
- Decide what you will say to coworkers (more on that below).
- Plan something restful for the evening of your first day and first weekend.
Your job rights when you come back
If your time off was FMLA leave, the U.S. Department of Labor says you have the right to go back to the same job or an equivalent one with the same pay, benefits and other terms. DOL gives examples of violations: cutting your shifts, moving you outside your normal commuting area, denying a bonus you had already qualified for, writing you up for absences covered by FMLA, or giving you attendance points for FMLA use. As of November 2026, that is the federal rule; your situation may also involve other laws.
Disability law can also matter on return. The EEOC says employers cannot discriminate against you because of a mental health condition and must keep medical information confidential, even from coworkers. This is general information, not legal advice. Your Rights at Work With Anxiety or Depression in Michigan covers the ADA, Michigan's disability law and its written-notice deadline.
Changes that can make the return easier
WHO describes return-to-work programs that combine work-directed steps, such as reasonable accommodations or a phased re-entry, with ongoing clinical care. In practice, that might mean:
- A gradual schedule, such as shorter days or fewer days for the first weeks
- A modified break schedule, or time off for therapy and medical appointments
- Written instructions and clear priorities while you catch up
- Uninterrupted work time, a quieter workspace, or noise-canceling headphones
- Some telework, if your job allows it
- Regular short check-ins with your supervisor to adjust as you go
These examples come from WHO, the EEOC and the Job Accommodation Network (JAN), which also recommends following up after accommodations are in place to review whether they are working. If you need a formal accommodation, put the request in writing. The EEOC notes that you may not need to share your diagnosis; documentation describing your condition in general terms can be enough.
What to say to coworkers
You decide how much to share. The EEOC notes that your employer has to keep your medical information confidential, but you may choose to tell coworkers yourself. Many people prepare one short, friendly line and repeat it:
- "I was dealing with a health issue. I'm doing better, and I'm glad to be back."
- "I took some time for my health. Thanks for covering. What did I miss on the project?"
Turning to work topics after a sentence or two signals that you are ready to move on. If you want to share more with a trusted colleague, that is your choice too.
The first few weeks
Expect uneven days. You may tire more easily at first, and a bad morning does not mean the return has failed. Some things that help:
- Pick two or three priorities each day instead of tackling the whole backlog.
- Protect sleep, meals and breaks, which NIMH lists among basic self-care for mental health.
- Keep therapy and medical appointments; they are part of staying well, not extra.
- Notice early warning signs, such as poor sleep, dread or withdrawal, and act on them sooner rather than later.
- Keep a short note of what is working to bring to your clinician and supervisor check-ins.
If symptoms return, that is information, not failure. Talk with your clinician about adjusting treatment, and with your employer about adjusting the plan. Medication changes go through your prescriber; talk with them before changing anything. Anxiety and Depression at Work has more strategies for the workday.
If you are treated differently
If your duties, hours or treatment change after you return and it does not feel right, keep dated notes and copies of emails, and raise it with HR in writing. For FMLA concerns, DOL's Wage and Hour Division enforces the law for most employees. For discrimination, the EEOC says it is best to begin early because filing deadlines are short. An employment lawyer can advise on your particular situation.
Support for the transition
Many people find it helps to keep therapy going through the return, to work on the worries that come up and to plan conversations ahead of time. Dr. Lehmann sees adults in Franklin and by telehealth for clients physically in Michigan, with daytime appointments Monday through Thursday. Her anxiety therapy page explains her approach.